Senior Director, Organizational Effectiveness

At Expedia Group, we help travelers explore the world, one journey at a time. As a global travel company powered by passionate people, trusted partnerships, and leading technology, we connect travelers, partners, and advertisers through our consumer brands, B2B network, and travel advertising business.

Here, you'll do meaningful work that helps millions of people discover, book, and experience travel with more ease, confidence, and joy. Our five Behaviors-Traveler First, Think Big, Operate with Excellence, Ownership Mindset, and Succeed Together-help foster a supportive environment where people can grow their careers and have the flexibility, benefits, and support to do their best work. Join us and build for travelers everywhere.

Senior Director, Organizational Effectiveness

Our Corporate Functions are made up of teams that support Expedia Group, including our Global Finance Org., Traveler and Partner Service Platform, Legal Team, Strategy and Corporate Development Team, and People & Places Org.

The Senior Director, Organizational Effectiveness is a senior individual contributor product leader who owns the enterprise strategy and vision for how Expedia Group designs, structures, and scales its organizations. This role is the architect of the AI-native frameworks, products, and mechanisms that enable EG leaders to make high-quality org design decisions, build effective teams, and ensure the right talent architecture is in place to deliver for travelers — at scale and with rigor.

This is not a traditional OD consulting role. While deep organizational effectiveness expertise is valuable, this leader will principally adopt a product-driven approach: defining our short and long-term roadmap, translating complex org design problems into scalable solutions, and building mechanisms that make great org decisions repeatable and data-driven rather than ad hoc and consultant-dependent.

Ultimately, this role will own the talent architecture infrastructure that underpins EG’s entire people system — including leveling frameworks, role profiles, org design playbooks, and the governance mechanisms that keep them current — ensuring EG always has the structural clarity needed to attract, develop, and retain world-class talent.

The decisions leaders make about how to structure their organizations — who reports to whom, how work is divided, what roles exist and at what level — are among the highest-leverage talent decisions a company makes. Yet most organizations treat these as one-time consulting engagements rather than ongoing product capabilities. At Expedia Group, we’re building something different: a scalable, data-driven org effectiveness system that gives leaders the tools, frameworks, and insights to make better structural decisions faster. This is a rare opportunity to define what world-class org design looks like as a product discipline — and to build it from the ground up at a global travel company shaping the future of how people explore the world.

In this role, you will:
Talent Architecture

• Own EG’s enterprise talent architecture: the leveling framework, role profiles, job families, and the governance mechanisms that keep them accurate, current, and aligned with business strategy.
• Define and maintain the governance model for role profiles — establishing decision rights, version control, and proactive audit mechanisms so that profiles reflect current business needs rather than sitting static on a shelf.
• Own leveling framework governance: ensure EG’s leveling guidelines are consistently applied across the enterprise, resolve ambiguous leveling decisions with principled frameworks, and evolve the architecture as the business and external market change.
• Partner with Compensation to ensure talent architecture decisions are grounded in market data and aligned with total rewards strategy, while maintaining clear boundaries on decision rights between teams.

Org Design Products & Playbooks

• Architect and own EG’s enterprise org design product: the tools, data models, and playbooks that enable HR and business leaders to design organizations with clarity — modeling spans of control, evaluating structural trade-offs, and making reorg decisions against explicit business objectives.
• Build and maintain the Org Review Mechanism: a consistent, cadenced approach to evaluating organizational health across EG that surfaces structural risks, capability gaps, and design inefficiencies before they become business problems.
• Develop and govern the org design playbook — scalable guidance for leaders navigating structural decisions, including spans and layers, governance design, and role clarity — so that expertise is embedded in a product, not locked in a consultant.

AI-Native Product Development

• Drive AI-native product development by design, not as an additional feature — integrating intelligent org modeling, automated role profile governance, and predictive structural insights into EG’s org effectiveness platform in close partnership with People Tech and People Analytics.
• Evaluate and prioritize AI opportunities through a rigorous product lens: where does AI reduce friction and raise decision quality, and where does it introduce risk? Bring evidence-based conviction, not hype.

Cross-Functional Partnership & Delivery

• Lead a diverse cross-functional coalition of interdependent collaborators (e.g., engineering, Compensation, Finance, TA, and HRBP partners) — co-creating the roadmap, prioritizing the backlog, and holding a high bar for delivery quality and speed.
• Navigate a complex stakeholder landscape (CHRO, HRBP Leaders, Finance, Compensation, TA) with clarity, candor, and influence — reaching consensus on hard architectural trade-offs without sacrificing the long-term product vision.
• Ensure enterprise adoption of org effectiveness products and frameworks: partner with Talent Strategy Partners and HRBPs to drive readiness, capability building, and consistent application across functions.

Experiences and qualifications

• Proven ability to operate at the intersection of strategy and execution — you can define a multi-year org architecture vision and then roll up your sleeves to write the governance framework and review the data model.
• Demonstrated track record owning and shipping enterprise products, frameworks, or programs at scale in complex global environments — from strategy through delivery through iteration.
• Experience partnering with technology teams (engineering, product, or HRIS platforms) to build and improve HR or org effectiveness technology products.
• (Preferred) 10+ years of progressive experience in organizational effectiveness, org design, talent management, or HR product management in global, complex organizations.
• (Preferred) Deep expertise in organizational design practice: spans and layers, job architecture, leveling frameworks, governance design, and structural diagnostics.

Capabilities

• Product leadership: able to define a product vision, build a roadmap, prioritize ruthlessly, and ship high-quality outcomes on a complex platform with cross-functional dependencies.
• Technology acumen: comfortable with AI/ML concepts and their application in org effectiveness products; can engage credibly with engineers and data scientists to design intelligent solutions.
• Data fluency: uses org and people data to make complex structural decisions and influence executive stakeholders. Comfortable with quantitative and qualitative analysis to diagnose org health, evaluate design options, and tell a compelling story.
• Stakeholder influence: able to build alignment across diverse, senior stakeholders — including those who disagree — through clear reasoning, strong relationships, and organizational savvy.
• Execution rigor: leads delivery with operational excellence — clear plans, proactive risk management, and relentless follow-through.

The total cash range for this position in Seattle is $296,000.00 to $414,500.00. Employees in this role have the potential to increase their pay up to $473,500.00, which is the top of the range, based on ongoing, demonstrated, and sustained performance in the role.

Starting pay for this role will vary based on multiple factors, including location, available budget, and an individual’s knowledge, skills, and experience. Pay ranges may be modified in the future.

Benefits and perks

Expedia Group offers benefits and perks designed to support employees and their families, including medical, dental, and vision coverage, paid time off, an Employee Assistance Program, wellness and travel reimbursement, travel discounts, and International Airlines Travel Agent Network (IATAN) membership. Learn more about life at Expedia Group at .

Accommodation requests

Expedia Group is committed to providing an inclusive and accessible recruiting experience. If you need an accommodation or adjustment due to a disability during the application or recruiting process, please submit a request at .

About Expedia Group

Expedia Group includes three flagship consumer brands - Expedia, Hotels.com, and Vrbo - along with a leading B2B travel business and travel advertising offerings. Across our brands and business, we help travelers explore the world with confidence and ease.

Important notice

Employment opportunities and job offers at Expedia Group will always come from Expedia Group's Talent Acquisition and hiring teams. Never share sensitive personal information unless you are confident of the recipient. Expedia Group does not extend job offers via email or messaging tools to individuals with whom we have not made prior contact. Our email domain is @expediagroup.com. The official place to find and apply for roles is .

Equal Opportunity

Expedia is committed to creating an inclusive work environment with a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or any other characteristic protected by law. This employer participates in E-Verify. The employer will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS) with information from each new employee's I-9 to confirm work authorization.